A guide for employers and employees. Religion or belief and the workplace

Transcription

1 A guide for employers and employees Religion or belief and the workplace

2 We inform, advise, train and work with you Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up-to-date with today s employment relations issues such as discipline and grievance handling, preventing discrimination and communicating effectively in workplaces. Make the most of our practical experience for your organisation find out what we can do for you. We inform We answer your questions, give you the facts you need and talk through your options. You can then make informed decisions. Contact us to keep on top of what employment rights legislation means in practice before it gets on top of you. Call our helpline for free confidential advice (open 8am-8pm, Monday to Friday and 9am-1pm Saturday) or visit our website We advise and guide We give you practical know-how on setting up and keeping good relations in your organisation. Download one of our helpful publications from our website or call our Customer Services Team on and ask to be put you in touch with your local Acas adviser. We train From a two-hour session on the key points of new legislation or employing people to courses specially designed for people in your organisation, we offer training to suit you. Go to to find out more. We work with you We offer hands-on practical help and support to tackle issues in your business with you. This might be through one of our well-known problemsolving services. Or a programme we have worked out together to put your business firmly on track for effective employment relations. You will meet your Acas adviser and discuss exactly what is needed before giving any go-ahead. Go to for more details. Why not keep up-to-date with Acas news and notifications by signing up for our popular e-newsletter. Visit

4 Introduction Fairness at work and good job performance go hand in hand. Tackling discrimination helps to attract, motivate and retain staff and enhances an organisation s reputation as an employer. This guide gives employers and managers practical help in complying with the Equality Act 2010 and in creating a fair working environment in which no one is put at a disadvantage because of religion or belief. 2 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

5 What the law says 1.1 Religion or belief is defined as: any religious belief, provided the religion has a clear structure or belief system. Denominations or sects within a religion can be considered a protected religion or religious belief. Appendix 2 provides a list of commonly practised religions in Britain. a philosophical belief (see box below). A 2009 Employment Appeal Tribunal decision defined the criteria for determining what a philosophical belief is. A philosophical belief must: be genuinely held be a belief and not an opinion or viewpoint, based on the present state of information available be a belief as to a weighty and substantial aspect of human life and behaviour attain a certain level of cogency, seriousness, cohesion and importance be worthy of respect in a democratic society, compatible with human dignity and not conflict with the fundamental rights of others. Humanism, pacifism and atheism could be examples of philosophical beliefs. It is as unlawful to discriminate against a person for not holding a particular (or any) religious or philosophical belief as it is to discriminate against someone for holding a religious or philosophical belief. Discrimination can occur even where both the discriminator and the person being discriminated against hold the same religious or philosophical belief. What the law says 3

6 1.2 Direct discrimination Direct discrimination means that workers or job applicants are treated less favourably than others because they hold, are perceived to hold, or do not hold a particular (or any) religious or philosophical belief. Employees are also protected from direct discrimination which occurs because they associate with someone who holds or does not hold a particular religious or philosophical belief. For example it is unlawful to: decide not to employ someone dismiss them refuse to provide them with training deny them promotion give them adverse terms and conditions. Example: At interview it becomes apparent that a job applicant is Hindu. Although the applicant has all the skills and competences required of the job, the organisation decides not to offer him the job because he is a Hindu. They do this because they believe that the applicant would not fit in with the rest of the workforce, who are predominantly Christian. This is direct discrimination. 1.3 Indirect discrimination Indirect discrimination occurs when an organisation has practices, policies or procedures which, although they are applied to everyone, have the effect of disadvantaging people of a particular religion or belief (or people without a religion or belief). Indirect discrimination will not be unlawful if it can be justified. This means you must show that there is a legitimate aim (ie a real business need) and that the practice is proportionate to that aim (ie necessary and there is no alternative less discriminatory means available). 4 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

7 Example: A small finance company needs its staff to work late on a Friday afternoon to analyse stock prices in the American finance market. The figures arrive late on Friday because of the global time differences. During the winter months some staff would like to be released early on Friday afternoon in order to be home before sunset a requirement of their religion. They propose to make the time up later during the remainder of the week. The company is not able to agree to this request because the American figures are necessary to the business, they need to be worked on immediately and the company is too small to have anyone else able to do the work. The requirement to work on Friday afternoon is not unlawful indirect discrimination as it meets a legitimate business aim and there is no alternative means available. 1.4 Harassment Harassment is unwanted conduct related to a relevant protected characteristic, such as religion or belief, which has the purpose or effect of violating an individual s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. It may involve nicknames, teasing, name calling or other behaviour which may not be intended to be malicious but nevertheless is distressing. It may be about the individual s religion or belief or it may be about the religion or belief of those with whom the individual associates. It may not necessarily be targeted at an individual(s) but may consist of a general culture which, for instance, appears to tolerate the telling of religious jokes. Example: A member of staff is devout in her belief. She continually refers to her colleagues as heathens and warns them of the consequences they may suffer as a result of their lack of belief. Distressed by her intimidating behaviour, her colleagues complain to their manager that they are being harassed. What the law says 5

8 Example: Mark is continually teased about his partner s strongly held environmentalist beliefs. He finds being subjected to such teasing offensive and distressing and complains to his manager. His manager tells him not to be silly, that the teasing is only harmless workplace banter and is nothing to do with the organisation. This may be harassment related to philosophical belief even though it is not the victim s own belief that is the subject of the teasing. Harassment related to religion and belief may not always have overtly religious overtones. For example, an individual could be ostracised or excluded because of their religion or belief. Employees may be able to claim harassment in circumstances where the unwanted behaviour is not directed at them, if they can demonstrate that it created an offensive environment for them. The complainant need not hold the same belief as the person who is being harassed. Example: Jenny is a humanist and is claiming harassment against her line manager after he frequently teased and humiliated her about her beliefs. Caroline shares an office with Jenny and she too is claiming harassment, even though she does not share Jenny s beliefs, as the manager s behaviour has also created an offensive environment for her. You may be held responsible for the actions of your staff as well as the staff being individually responsible for their own actions. If harassment takes place in the workplace or at a time and/or place associated with the workplace, for example a work related social gathering, you may be liable and may be ordered to pay compensation unless you can show that you took reasonable steps to prevent harassment. Individuals who harass may also be ordered to pay compensation. See section 2.2. for guidance on preventing harassment in your workplace. 6 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

9 1.5 Harassment at work by others An employee can make a complaint against their employer where they are harassed by someone who doesn t work for that employer such as a customer, client or passenger. As an employer, once you are aware of this unwanted behaviour you should take reasonable and proportionate action to address the issues. Example: Chris manages a Council Benefits Office. One of his staff, Raj, is a Sikh. Raj mentions to Chris that he is feeling unhappy after a claimant made derogatory remarks regarding his faith in his hearing. Chris is concerned and monitors the situation. Within a few days the claimant makes further offensive remarks. Chris reacts by having a word with the claimant, pointing out that this behaviour is unacceptable. He considers following it up with a letter to him pointing out that he will ban him if this happens again. Chris keeps Raj in the picture with the actions he is taking and believes he is taking reasonable steps to protect Raj from harassment. 1.6 Victimisation Victimisation is when an individual is treated detrimentally because they have made a complaint or intend to make a complaint about discrimination or harassment or have given evidence or intend to give evidence relating to a complaint about discrimination or harassment. They may become labelled troublemaker, denied promotion or training, or be marginalised by their colleagues. You should make staff aware that they must not penalise any individuals who make a compliant of discrimination. This applies to all staff, including those who are the subject of a complaint, mentioned as a witness, asked to give relevant evidence, or are supportive of the alleged discrimination. Example: After giving evidence for a colleague who had brought an Employment Tribunal claim against the organisation because of religion or belief discrimination, a worker applies for promotion. Her application is rejected even though she shows that she has all the necessary skills and experience. Her manager says she is a troublemaker because she has given evidence at the tribunal and as a result should not be promoted. This would be victimisation. What the law says 7

10 1.7 At the end of the working relationship Discrimination, harassment or victimisation following the end of a working relationship covers issues such as references either written or verbal. Example: A manager is approached by someone from another organisation saying that Mr Z has applied for a job and asks for a reference. The manager says that he cannot recommend the worker on the grounds that he did not fit in because he refused to socialise in the pub with his colleagues (his religion forbade alcohol). This worker may have been discriminated against because of religion after his working relationship with the organisation has ended. 1.8 Discrimination, harassment or victimisation There is a sound business case for eliminating discrimination in the workplace. Employees who are subjected to discrimination, harassment or victimisation may: be unhappy, less productive and demotivated resign make a complaint to an Employment Tribunal. If employees are subjected to discrimination, harassment or victimisation this may affect an organisation in terms of: damage to reputation both as a business and as an employer cost of staff leaving and consequent recruitment and training cost of compensation if they take a claim to an Employment Tribunal there is no upper limit to the amount of compensation an organisation may be ordered to pay. 8 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

11 Religion or belief and the workplace some key areas This section describes some good practice measures that will help you avoid putting people who hold, or do not hold, religious or philosophical beliefs at a disadvantage in the workplace. Be aware that not everyone who holds a particular religion or belief follows the same practices and observances. Individuals might interpret the requirements of their religion in different ways. You should consult with employees and job applicants about their needs, rather than making assumptions based on their religion. 2.1 Recruitment Where it is reasonable to do so, you can adapt your methods of recruitment so that anyone who is suitably qualified can apply and attend for selection. Some flexibility around interview/selection times allowing avoidance of significant religious times, for example Friday afternoons, Sundays or periods of fasting, is good practice. In very limited circumstances it will be lawful for employers to specify that job applicants must have, or must not have, a particular protected characteristic under the Equality Act 2010 (eg they might specify that applicants must be Muslim, or must be female). This is known as an occupational requirement and is explained in more detail in Appendix 1. Where you believe an occupational requirement applies to a post, this should be made clear in the advertisement. The reasoning should also be explained in any application pack and during the selection process. The Employment Rights Act 1996 provides for those working in the retail or betting trades to opt out of Sunday working by giving their employer three months notice of their intention to stop working on Sundays. This does not apply to those working only on Sundays. Religion or belief and the workplace some key areas 9

12 2.2 Harassment and workplace behaviours Everyone should understand what discrimination and harassment is. However large or small your organisation, it is good practice for you to have an Equality and Harassment Policy and to train all staff and update them on a regular basis. This will help to reduce the likelihood of discrimination, harassment and victimisation taking place and may help to limit your liability if a complaint is made. The policy should cover issues such as comments and jokes and the use of inappropriate language which may simply have been intended as banter but which have the effect of being degrading or distressing. Workers should understand that merely saying no offence was intended will not prevent a claim of harassment. In addition, an absence of complaint from the individual being harassed does not mean that harassment has not taken place. Staff should be made aware of what steps they could take if they feel they have been discriminated against, harassed or victimised. They should feel confident that their complaint will be treated seriously, that managers will deal with the cause of the problem and that the process will be undertaken in confidence. If it is practical, it is a good idea for organisations to have a named individual who is trained and specifically responsible for dealing with employment equality issues and complaints. Be aware that if your employees preach to other staff or to customers, this could cause offence to those who hold different beliefs or no beliefs, and may in some circumstances constitute harassment. 2.3 Time off for religious observance The Equality Act does not say that employers must provide time and facilities for religious or belief observance in the workplace. However, you should consider whether your policies, rules and procedures indirectly discriminate against staff of particular religions or beliefs and if so whether reasonable changes might be made. 10 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

13 Many religions or beliefs have special festival or spiritual observance days. A worker may request holiday in order to celebrate festivals or attend ceremonies. You should sympathetically consider such a request where it is reasonable and practical for the employee to be away from work. While it may be practical for one or a small number of employees to be absent it might be difficult if numerous such requests are made. In these circumstances you should discuss the matter with the employees affected, and with any recognised trade union, with the aim of balancing the needs of the business and those of other employees. You should carefully consider whether your criteria for deciding who should and who should not be granted leave may indirectly discriminate. Example: A small toy shop employing four staff may be unable to release an individual for a religious festival in the busy pre-christmas period. It may be justifiable to refuse a request for such absence. A large department store employing 250 staff would probably be unable to justify refusing the same absence for one person because it would not substantially impact on the business as other staff would be able to cover for the absence. If you operate a holiday system whereby the organisation closes for specific periods when all staff must take their annual leave, you should consider whether such closures are justified as they may prevent individuals taking annual leave at times of specific religious significance to them. Such closures may be justified by the business need to undertake machinery maintenance for instance. However, it would be good practice for you to consider how they might balance the needs of the business and those of your staff. Have clear, reasonable procedures for handling requests for leave and ensure that all staff are aware of and adhere to the procedures. Staff should give as much notice as possible when requesting leave and in doing so should also consider that there may be a number of their colleagues who would like leave at the same time. You should be aware that some religious or belief festivals are aligned with lunar phases and therefore dates change from year to year; the dates for some festivals do not become clear until quite close to the actual day. Religion or belief and the workplace some key areas 11

14 Discussion and flexibility between staff and managers will usually result in a mutually acceptable compromise. It is important to remember that individuals who hold a particular religion or belief may differ considerably in their level of observance and custom, and that some festivals which may be of great importance to particular individuals may be less important for others. You should not reject an employee s request for leave on the basis that another employee who adheres to the same religion or belief has not asked for time off. In making decisions about leave, you should take care not to disadvantage those workers who do not hold any religion or belief, or who hold a different religion or belief to those employees who are requesting leave. 2.4 Dietary requirements Some religions or beliefs have specific dietary requirements. If staff bring food into the workplace they may need to store and heat food separately from other food, for example Muslims will wish to ensure their food is not in contact with pork (or anything that may have been in contact with pork, such as cloths or sponges). It is good practice to consult your employees on such issues. You do not have to provide specific food such as Halal or Kosher at work-related gatherings if it is not proportionate for you to do so but you should ensure that there is some appropriate food available (eg vegetarian). Be aware that providing Halal or Kosher meat without offering any alternative food may disadvantage employees who cannot eat Halal or Kosher meat for reasons related to their religion or belief. Some employees may refrain from drinking alcohol because of their religion or belief. If alcohol is served at any work-related occasion, including social gatherings related to work, you should ensure that non alcoholic drinks are also available. When arranging work-related social gatherings, bear in mind that not all employees may feel comfortable going to places where alcohol is served, such as pubs and bars. 12 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

15 Example: A worker who, for religious reasons, is vegetarian felt unable to store her lunch in a refrigerator next to the meat sandwiches belonging to a co-worker. Following consultation with the staff and their representatives, the organisation introduced a policy by which all food must be stored in sealed containers and shelves were separately designated meat and vegetarian. This arrangement met the needs of all staff at no cost to the employer. 2.5 Prayer Some religions require their followers to pray at specific times during the day so your employees may request to take breaks at these times. You should sympathetically consider whether it is practical and reasonable for your employees to schedule their breaks to coincide with prayer times. Staff may request access to an appropriate quiet place (or prayer room) to undertake their religious observance. You are not required to provide a prayer room. However, if a quiet place is available and allowing its use for prayer does not cause disruption for other workers or the business, it is good practice to agree to the request. In consultation with staff, it may be possible to designate an area for all staff for the specific purpose of prayer or contemplation rather than just a general rest room. Such a room might also be welcomed by those for whom prayer is a religious obligation and also by those who, for example, have suffered a recent bereavement. Organisations should consider providing separate storage facilities for ceremonial objects. You are not required to enter into significant expenditure and/or building alterations to enable people to undertake religious observance. In any event, there is usually no requirement for major change. For instance some religions or beliefs require a person to wash before prayer. This is often done symbolically or by using the existing facilities. However, it is good practice to consult with staff and to consider whether there is anything reasonable and practical which can be done to help staff meet the ritual requirements of their religion. It may help, for example, if all workers understand the religious observances of their colleagues thus avoiding embarrassment or difficulties for those practising their religious obligations. Religion or belief and the workplace some key areas 13

16 2.6 Modesty Some religions or beliefs require individuals to behave with modesty. Different religious groups and individuals interpret this requirement in different ways but some activities which may be considered immodest include: shaking hands with a member of the opposite sex; being alone in a room with a member of the opposite sex; undergoing a security search, even if it is conducted by a member of the same sex; showering or change clothing in the company of others having their photograph taken dressing in a particular way (see section 2.8). You should consider whether any of your policies and practices disadvantage employees who wish to behave modestly for reasons related to religion or belief. Such policies and practices may constitute indirect discrimination unless you can show that they are a proportionate means of achieving a legitimate aim. 2.7 Fasting Some religions require extended periods of fasting. You may wish to consider how you can support staff through such a period. However, you should take care to ensure that you do not place unreasonable extra burdens on other workers which may cause conflict between workers or claims of discrimination. 2.8 Dress Some of your staff may wish to dress in a particular way for reasons related to religion or belief. If your organisation has a policy on dress or appearance, you should try to be flexible and reasonable concerning clothing, items of jewellery and markings which are traditional within some religions or beliefs. Unjustifiable policies and rules may constitute indirect discrimination, so you should ensure that your policies on dress and appearance are a proportionate means of achieving a legitimate aim. Legitimate aims in 14 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

17 imposing rules on dress or appearance could include health and safety, security or the necessity for staff to project a professional image. The guiding principle in assisting decision-making around employee dress should always be based around the impact of dress upon the employee s ability to do their job. If you consider this, decisions will, by definition, tend to be objective, fair and consistent. Example: Some women may wish to dress modestly for reasons related to religion or belief. A dress code which requires a blouse to be tucked inside a skirt may conflict with that requirement as it accentuates body shape. However, if the individual is allowed to wear the blouse over the outside of the skirt it may be quite acceptable. Example: Sukhvinder works in a hardware store, where a uniform is to be worn by all staff so that customers can easily identify a staff member to ask for assistance. Sukhvinder asks permission to wear a turban for religious reasons. The management consider his request and conclude that wearing a turban will not impact on Sukhvinder s ability to do his job, provided that his turban colours match the colours of his uniform. Fairness is paramount in dealing with concerns or complaints by employees, whether formally or informally, in relation to religion or belief and dress codes. Religion or belief and the workplace some key areas 15

18 Good practice: Dress codes at work To avoid complaints of unlawful discrimination, consider whether your dress or appearance code is necessary. If it is, then: consult with workers when developing the code, including with a recognised trade union if there is one always keep in mind how a dress code would impact on a worker s ability to do their job explain the reasons behind the dress code provide a way for workers to appeal against a decision not to allow them to wear particular dress or attire keep it separate from the health and safety policy on protective clothing apply it consistently. 2.9 Monitoring religion and belief The purpose of monitoring religion and belief is to enable you to examine how your policies and practices are affecting jobseekers and employees. If they are not working well you need to ask yourself why and do something to put it right. Monitoring involves: 1. Gathering individual personal information on the diversity of your potential recruits or existing staff. 2. Comparing and analysing this against: other groups of staff in your company jobseekers in the local community the broader national labour market. Some jobseekers or employees may feel uncomfortable about filling in monitoring forms. You can allay their fears by explaining that the monitoring process is solely designed to make your equality policy a reality and that the information is strictly confidential. Make jobseekers 16 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

19 aware that monitoring information will not be taken into account in any selection decision. Staff should be told why the information is being collected and how it will be used. Encouragement of staff who refuse to complete the form or those who select the prefer not to say box is always good practice but there is little to be gained through compulsion. Your monitoring form should include the option for staff to specify any non-religious beliefs they have. This data should be analysed in the same way as data about religious beliefs. You should be aware that such information is sensitive under the Data Protection Act Religion or belief and other protected characteristics Everyone has the right to be treated with dignity and respect in the workplace and not to be discriminated against or harassed because of: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation. You should include this overriding premise in your Equality Policy and show that you take a robust view when this principle is not adhered to. Some of your employees may hold specific beliefs concerning other protected characteristics (eg sex, sexual orientation). While employees have the right not to be discriminated against because of religion or belief, you can legitimately require that they do not manifest their religion or belief in a way that breaches your Equality Policy or other workplace policies. Employers are entitled to expect that employees will not discriminate against or harass colleagues and that they will deliver services to customers in a non-discriminatory manner. If employees raise objections to performing specific tasks because they consider these tasks to conflict with their religion or belief, you should consider whether it is possible for you to respond to their concerns in a manner that is compliant with your Equality Policy. This might include excusing an employee from a task which they have an objection to Religion or belief and the workplace some key areas 17

20 performing. However, you need to ensure that you do not place other staff or any of your customers at a disadvantage in any action that you take. In addition, you may also want to take into account the flexibility of your workforce and whether any decision that you take might set a precedent or establish a practice that could affect the efficiency of your organisation. 18 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)

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